Potential vs. Performance: How to Get More Out of Your Employees

February 17, 2016 | 690 views

Potential vs. Performance: How to Get More Out of Your Employees

Potential vs. Performance: How to Get More Out of Your Employees

Have you noticed some of your top performers slacking off lately? The problem might not be disenchantment with your business. It might be a lack of motivation to live up to their full potential.

 

Here are a few ways you can maximize your employee’s performance.

 

Show Respect for Effort

 

Too often, the only rewards managers give are for end results. Although it’s important to have goals and to reward when those goals are met, the effort shouldn’t be overlooked.

 

Focusing on the process of reaching a goal is more important than focusing exclusively on intellect or ability, according to a study in the Scientific American. The more you reward when a goal is met, the less you focus on the process.

 

Show your employees respect for the amount of effort they put in by giving small rewards throughout the journey toward the goal. This can be giving a few paid hours off or scheduling a luncheon exclusively for the top performers. Setting up mini milestone markers will help keep your team motivated so they’re always giving their full potential to your business.

 

Praise Often

 

Praise is just as important as rewards if not more so. Your employees want to know their hard work is appreciated. If you’re not offering up your gratitude or verbal recognition for a job well done, your team will wonder if you notice their effort.

 

As soon as your team starts to doubt whether or not you’re paying attention to how hard they’re working, they’ll stop. They won’t want to continue putting in their full potential if it’s going unnoticed. By praising your team often, you keep them motivated to continue working at their maximum potential.

 

Offer Personal Growth Opportunities

 

Personal growth is a huge motivator. If a team member knows her hard work will ultimately lead to a promotion, she’s more likely to maximize her potential with your company and work harder for your business. On the other hand, if she’s unable to advance within your company, she might see your business as a stepping stone in her career. You won’t get as high of a performance out of her with this model.

 

Call it Out

 

Do you track your employee’s performance? Have you noticed a decline in attendance at work or on-the-job results?

 

As much as you should praise your team members for working hard, it’s equally important to call out when you see someone who isn’t living up to her potential.

 

Don’t shy away from calling out a person who you know is capable of achieving more. Doing so will show how much you believe in her potential and how much more she could be doing to live up to it. Your belief in her abilities is enough of a motivator to make her want to work harder for you.

 

Teach, Don’t Discipline

 

People don’t like to be disciplined – especially adults. Teach your team how to maximize potential by showing what you expect from each person. If you notice a person slacking off, find out why. There might be a small lesson you can give to help her learn how to perform better. This will benefit both your business and your employee.

 

It’s All About Teamwork

The more you can engage your employees, the more likely you are to see your team’s full potential rise to the surface. By offering praise for the process toward your goal and giving your team more opportunities for personal growth you’re more likely to see tremendous efforts from each person you hire.

 

Author Profile Jon Forknell is the Vice President and General Manager of Atlas Business Solutions, Inc., a software marketing company specializing in employee scheduling software, including ScheduleBase employee scheduling software, and other business software solutions. In the past, Jon has been recognized by the U.S. Small Business Administration as a SBA Young Entrepreneur of the Year. Atlas Business Solutions was named as one of Software Magazine’s Top 500 Software Companies in 2004 through 2007 and again in 2010, 2013 and 2014.

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